Train the Trainers Training

The program is addressed to in-house trainers and the people whose scope of duties includes training of other employees. Each participant works on accomplishing the individual goals set in cooperation with a manager at the beginning of the process.

During the course the participants participate in workshops while between the workshops they work on their own, they receive feedback on the progress of work and finally the individual guidelines based on a real training conducted by them on their own and observed by the trainer.

Goals:

After completing the Train the Trainers Training a participant will be able to:

• set the goals of the training while taking into account the company’s business goals and the participants’ development needs
• develop the program of the training in such a way so as to be able to accomplish the goals of the training in the best possible way in given conditions
• select the relevant training methods that support the accomplishment of the goals of the training
• conduct the course in a dynamic way, leading to the achievement of the outcome planned
• organize the training in an efficient way, leading to a situation in which a participant will know the “what, where, when, why”
• efficiently manage the time during the training
• cope with the problems emerging during the training in a way which builds good atmosphere and fosters the accomplishment of the training’s goals
• define the way of measuring the effectiveness of the training,
• identify his/her strengths and weaknesses as a trainer and know his/her individual direction of development.

The topics discussed include:

• Presentation skills: determining the goal of a presentation, developing the structure of a presentation, selection of materials
• Use of audio-visual aids
• Building the so-called first impression
• Body language of the presenter
• Rules of teaching adults
• Surveying the training needs
• Setting the goals for the training
• Building the structure of the training
• Selection of training methods
• Rules of good organization of training
• Skills of building the atmosphere that fosters learning
• Skill of facilitation, that is managing of group work
• Coping with problem situations
• Giving constructive feedback to participants
• Evaluation of effects of the training

Preparations precede the participation in each course. The preparations involve reading the materials and developing, on their basis, one’s own, selected training project.

After parts I and II the homework also includes analysis of the recording of one’s own performance during a training. The homework is given before each consecutive stage of the training so that a participant can obtain, during that stage, feedback regarding his/her performance.

Training relies on mini-lectures which are followed by exercises (70-80% of the total training time is devoted to exercise). Exercises involve an attempt of implementing a given skill and in some cases they enable one to test a given skill during a simulation. Each simulation is recorded, which enables a participant to receive a material with a recording of his/her actions.

Feedback regarding the perception of participant’s skills, which he/she receives from a trainer and other participants, is also very valuable.

In addition the participants can watch the work of other trainers (the person conducting the training and other participants) and adopt selected, observed skills/techniques in their own work.

Coaching for trainers:

• Individual work with the participants of workshops is an important stage of the process of development of trainers.
• Coaching takes place based on the course or a fragment of the course that was conducted and selected by a participant (or suggested by the superior).
• The participant gets from the coach the feedback regarding the preparation and conducting of the training as well as the suggestions concerning potential modifications. It is a supplement to the conclusions drawn from the exercises performed during the “Trainer’s Skills” workshop. Observation is preceded by a talk between the person conducting the training and the trainer. The purpose of the talk is to determine the individual goal of the coaching exercise.
• The observation is followed by a coaching talk which defines the strengths and the areas which should be developed further.
• Each participant receives a report regarding his/her case.

”Training process management workshop”

The program is addressed to trainers, training coordinators and training organizers as well as to the people who are involved in managing training activities. The workshop can be treated as a stand-alone two-day training session or as an integral part of the School of Trainers. During the classes the participants are actively involved in the training through discussions, questionnaires, role playing as well as individual and group exercises. Active participation enables the participants to absorb the knowledge by sharing their experience, expanding the repertoire of their behavior, experimenting with new situations and observing other participants. The subject-matter content of the workshops is accommodated to the needs of a given group.
Goals:
Upon completing the ”Training process management” workshop a participant will be able to:
• select relevant techniques and tools of training needs analysis depending on available financial resources and time limitations,
• properly define the goals of a training,
• select the training methods and tools depending on the goals,
• indicate the relationship between the properly formulated training goals and the possibilities of  examining the efficiency of a training,
• test on one's own and select a training company,
• properly select the venue of the training while accounting for its specific characteristics and the participants' needs,
• plan the budget of the training,
• properly select the techniques and the tools for examining the effectiveness of the training depending on the goals, the nature of the training and the financial possibilities of a company.
Topics raised:
• Stages of a training cycle,
• Construction of a system of training courses,
• Training needs analysis,
• Tools and techniques for training needs examination,
• Training quintet,
• Defining of training goals,
• Types of training
• Selection of training methods depending on the goals,
• Selection of a training firm,
• Conducting a meeting with a training firm,
• Criteria for selecting the firm and the trainer,
• Training contract,
• Comprehensive planning of training and organizational issues concerning the training,
• Threats associated with non-functional issues: frequency of training, participants, time and place of training,
• Reinforcing the effects of a training – the methods,
• Evaluation of effectiveness of the training: levels of effectiveness examination, sources of information, tools

Case study:

Click on the descriptions of two selected projects below which have been realized in the field of training for trainers:

• Polkomtel
• Saint-Gobain